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Road Transport Must Find

30th August 1957, Page 55
30th August 1957
Page 55
Page 55, 30th August 1957 — Road Transport Must Find
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Which of the following most accurately describes the problem?

Jobs for the Boys

By a Special Correspondent

DUR1NG recent years many transport executives have come to realize that replacements of suitable calibre are in far greater demand than supply. Compared with other inchistries, the education of the yduriger generation in road transport is largely haphazard, and the target too ill-defined. The reason for this state of affairs is that most companies are too small to have any well-developed system, so that, particularly for their junior. employees, there always appears to be too little incentive.

Obviously, British Road Services are able to offer an organized training scheme and it should by now be a matter for consideration whether other major operators in the industry could not join together in evolving an overall plan that would reduce the wastage 'of the present set-up. Often, at present, the most enterprising young employees are attracted away from the industry by the blandishments of rival spheres of work.

In too many transport organizations and departments the standards of junior executives in particular are far lower than in comparable industries.

A leading article in The Commercial Motor on August 16 commented strongly on the level of salaries offered in many instances for positions requiring great skill and experience. Certainly. the rising junior grades .must often be discouraged by the financial rewards offered for their labours and so long as this is so, road transport will have difficulty in holding the most capable types within its fold.

The sooner a young man makes a definite choice of career the better it is for all concerned. The ideal in road transport, perhaps, is to follow through straight from school to training. As in every business there are those who fail either physically or mentally to maintain the requisite standards and in these circumstances the earlier the candidate realizes that he must change his course the better it is for him and for those who are endeavouring to mould his future, A particularly interesting example of long-term staff planning, with which I have recently had contact, concerns the scheme of the North Western Gas Board. 'This provides a well-defined opportunity for young transport men, as well as for gas engineers and their immediate associates. Training for ultimate responsibility is given in the form of a course in general engineering, later turning to automobile engineering and finally to the commercial and operating side.

Accepting the view that a sense of achievement is the greatest encouragement for continued effort, a young man. on attaining a suitable qualification, is considered for charge of a transport sub-unit of some kind, in the case of the Board such opportunities open out iinmediately after the completion of the candidate's student apprenticeship, a tough course for which only the outstanding are accepted. This is entirely different from the ordinary apprenticeship, as the boy must have an excellent school record. must maintain a keen interest in his job and be physically and mentally fit throughom.

Student apprenticeships last five years, the deeds of apprenticeship being executed after six months' probation has been satisfactorily completed. The general certificate of education is required, preferably at advanced level, although the Board consider candidates possessing the certificate at ordinary level with passes in at least five subjects.

For the first half of their courses the student apprentices all have broad • general training for work in the gas industry, but later they specialize as transport apprentices or in the othei branches. After satisfactory compIetior of apprenticeship, they are appointed tc supervisory positions.

Clearly, the financial rewards for an position must vary With supply and demand, but, at present, opportunities in this sphere appear to be particularly good for the keen young man who is making satisfactory progress. A typical opportunity at the stage visualized provides a post as transport supervisor with the A.P.T. Grade 6 salary scale, which starts at £640 a year, rising to £720.

The Board have already focused their labour programme as far ahead as 1961. By this means, stability is given not only to staffing, but also to the prospects of the individuals involved.

The scheme is parallel with those operated in certain other large organizations. In road transport, those who bear responsibility for the continuing efficiency of the industry may well think that some co-operative scheme should be evolved that will offer both ass immediate appeal and listing prospects.

As the years have passed, more and more callings have become identified• with acceptable professional standards. Road transport executives, administrators and engineers, who carry firm qualifications, can be expected to .rank with the best of their contemporaries. On the other hand, a continuance of the largely haphazard approach to this important subject can result only in a progressive fall in the transport nian's prestige.

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Organisations: North Western Gas Board

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